The Most Excellent Strategy for Implementing On-the-Job Training (OJT)

Table of Content

• What is On-the-Job Training?
• Benefits of On-the-Job Training
• Types of On-the-Job Training
• Implementation of On-the-Job Training (Best Practice)
• The Role of HRD in Running On-the-Job Training
• Conclusion

What is On-the-Job Training?

On-the-Job Training, or OJT, teaches employees the skills and knowledge they will need while working for the company. The duration of training varies considerably, ranging from 1-3 months or as determined by human resource policies and decisions.

The training material provided varies according to the employee’s position and job description. The purpose of implementing OJT is to demonstrate to employees that the company expects them to contribute and perform their job responsibilities to the best of their abilities throughout and after the training process.

Rather than employees presenting presentations or worksheets to employers, employers adopt the OJT method to allow employees to learn through experience. A supervisor, manager, or other knowledgeable employees can assist a new employee with on-the-job training.

There is a distinction to be made between on-the-job and off-the-job training. The primary difference is that off-the-job training occurs away from the actual work location. Additionally, the training material is based on theory rather than practice. Teachers’ activities outside of the classroom are also outsourced, which results in a relatively high price.

On-the-job training allows new employees to observe firsthand all of the work procedures they may encounter. They become familiar with workplace expectations, equipment operation, and other skills necessary to perform their jobs effectively.

Benefits of On-the-Job Training

On the Job Training has several benefits for both the employer and the employee. According to research published in the Journal of Business Administration, on-the-job training significantly affects employee performance.

Additionally, On Job Training is simple to administer because it eliminates the need to gather each employee in a specific room for training. Businesses can conduct On Job Training while employees are on the job.

Another advantage of On Job Training is its time-saving nature. Because OTJ is typically conducted while the employee is on the job, the company is not required to reduce the employee’s working hours for training. To save even more time, consider implementing group coaching, especially when onboarding a couple of new employees simultaneously. 

Additionally, OJT provides on-the-job training to employees based on their unique requirements. This effectively focuses on hands-on training tailored to the specific field of work of each employee.

Types of On-the-Job Training

Employees with different personalities require different levels of specific training. Training methods can be varied and adapted to the demands and business operations of the organization. The following are four different approaches to implementing On the Job Training within the enterprise:

Coaching

Implementation of OJT through coaching involves a superior or experienced staff member instructing workers on how to complete a task.

It is one-to-one training for employees to get answers to their questions through instructions and examples from superiors.

Mentoring

Corporate mentoring training delegates its duties to individuals at the managerial level. Seniors or managers can build professional and personally connected organizations.

The mentoring method is another one-to-one coaching style in which the manager acts as a mentor to the subordinate and guides him through challenging situations.

Also Read: SOP (Standard Operating Procedures): Know the function, Benefit and SOP Example of Company

Job rotation

Job rotation is the practice of transferring new employees between different roles in an organization to provide a broader range of experience and teach them various abilities. This technique will increase awareness of the daily tasks assigned to each team.

As with mentoring, job rotation can help foster strong bonds between staff members from other areas, resulting in a confident and transparent group of employees who can collaborate.

Job instructional training

The company prepares a step-by-step training program for this type of training, in which workers are given instructions on how to perform tasks correctly. The trainees are first given an overview of the duties and expected outcomes of the company, and then the instructor demonstrates the skills that the position requires.

The company will permit employees to do work by the abilities or knowledge that the teacher has provided.

When the program is finished, employees provide feedback to ask any questions related to the training program.

Understudy

In most cases, this training superiors give to subordinates who will later become their assistants.

Usually, this training is given to employees who will take over as substitute boss after the employer retires or receives a promotion.

Apprenticeship

This form of training is usually for employees working in the craft, trade, or technical industries.

These fields require extensive study before attaining competent expertise in their respective fields.

Implementation of On-the-Job Training (Best Practice)

Here are the best OJT implementations that can help companies implement training in the company’s workplace, among others:

Make a list of prospective teachers/mentors/trainers

In guiding employees who will do OJT, prepare teachers who can offer their expertise to new employees. If teachers come from within the company, those who teach should be a bonus for superior performance.

Make sure teachers have the ability to identify and assess which employees are qualified for progress over time.

Not every coach has to be a manager. However, workers whom the company chooses as teachers/mentors in the workplace must demonstrate outstanding performance, capacity, and knowledge in their profession.

Some companies use third-party coaches (outsourcing), which can be advantageous if the company lacks the resources to train new employees internally.

Set up training methods

Any effective training program should start with a well-structured plan. Make a list of the routine tasks covered by the job and policies and procedures that employees can understand.

Since there are variations in each job that require different components, companies must prepare a plan and list for each job in full and clearly.

Automate the learning process

Provide access to a learning environment with training resources that address different areas of work. This can help the coach save time and assist the participant in storing the necessary information.

In addition, new employees can use the course to polish their knowledge or practice something later.

Not only that, new employees will know where to go first before seeking additional help and cutting back on other employees’ work.

Provide opportunities for trainees to develop their skills

After following the OJT process, companies must allow new employees to practice their abilities under the supervision of a mentor.

The coach must evaluate the performance of the new employee in this period. If any problems arise, the mentor can address them and fix them.

It the importance of conducting assessments after employees complete on-the-job training to ensure employees have acquired the skills necessary for the job position.

Check-in during and after training

Adjusting the duration of the training, the company needs to conduct an assessment of progress during and after training.

For example, evaluate by assessing trainees’ ability after they have mastered specific components of each job.

Keep in mind that an essential component of workplace training is ensuring that new workers have the information and skills that companies need to do their jobs independently.

Get feedback and improve

After completing the training on the job, the company should ask for feedback from mentors and trainees. This gives companies a wide range of insights into the effectiveness of in-the-workplace training programs.

To begin with, companies can assess the effectiveness of workplace training. After that, the company can determine which areas need improvement and which capabilities require additional training time.

In addition, the company can gain insight into the performance of coaches and trainees. The company makes it possible to ascertain whether the coach is effective or whether other employees are more qualified for the job.

The Role of HRD in Running On-the-Job Training

HRD is part of the company in charge of managing human resources, namely employees, to build a harmonious relationship between HR and the company. Well-planned training ensures smooth implementation.

If any problems arise during the training process, HRD and related managers will address them and evaluate the results. So, every year HRD develops several training programs for new or old employees.

If implemented effectively, this approach will help new employees succeed. Training can help employees last longer in the company and improve the reputation of the organization. A positive corporate culture and finding qualified employees can be achieved with the help of OJT.

HRD conducts training and placement of employees in their respective fields according to their expertise. This is done to support the company’s growth in the future. HRD can carry out their duties easily when using an HRIS System that allows HRD to conduct integrated training and evaluate employee KPIs.

Conclusion

Workplace training is based on the concept of “learning while doing,” which means that employees learn work while doing it at work. This form of training benefits employees and companies. Applying training methods in the workplace is an investment in human resources for companies in the future.

There are many forms of training that companies can apply according to the type of work. In addition, you can implement six practical in-work training implementation steps for new employees.

The role of HRD as part of the company can supervise and analyze the performance of this training method and take decisions in the future to continue to improve the training aspect so that employees who are given good training will have a positive impact on the company.

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